Nine Ways to Correct an Employee Performance Issue

Nine Ways to Correct an Employee Performance Issue

Tap Into Your Inner Gumshoe Once you know a performance problem exists, gather all the data from as many resources as possible to convince yourself—and the employee—that the problem must be corrected.

Nine Ways to Correct an Employee Performance Issue

Organize It Before the official meeting, write an outline or "working script" to make sure all of the key problem points are addressed.

Nine Ways to Correct an Employee Performance Issue

Discover Your Motivation Understand that the point of the meeting isn't to "punish" or blow off steam. It's to help make an poorly performing employee into a better performing employee.

Nine Ways to Correct an Employee Performance Issue

Discretion Advised Pick a time and place in which visibility and distractions will be minimalized—a nice, private setting when deadlines are less pressing.

Nine Ways to Correct an Employee Performance Issue

Put Them in Your Shoes Don't explain to your staffer only what he or she is doing wrong, but explain why it matters in terms of department and organizational impact.

Nine Ways to Correct an Employee Performance Issue

Suggestion Box When transitioning to "action steps," ask for the employee's input on how to correct the situation. If it's a good idea and accepted, he or she will take more ownership in the follow-through.

Nine Ways to Correct an Employee Performance Issue

Upon Further Review The meeting should end with a summarization of what actions need to be taken, a timetable, and the employee’s verbal commitment.

Nine Ways to Correct an Employee Performance Issue

Closing Remarks Be clear about the consequences for falling short. But also express confidence in the employee’s ability to rise to the occasion.

Nine Ways to Correct an Employee Performance Issue

A Working Doc After the meeting, document everything that was said and agreed upon. File it and set reminders to follow-up with the employee.